January 2024 Summaries

Checkr has recently released updates to its post-hire solutions, including I-9 employment eligibility verification, Checkr Onboard, Checkr Pay, and subscriptions. These updates aim to enhance the onboarding experience for employees, provide instant payouts, minimize risk, and offer more visibility through recurring checks. Checkr is also working on new features, such as identity verification, DOT checks, random drug testing, Right to Work verification in the UK, Assess Lite, self-serve access with enable aliases, and more. The company invites users to watch a webinar to learn more about these updates and get a preview of what's coming later this quarter.

Including a candidate's aliases during background checks can significantly impact the results, potentially revealing more information and mitigating risk. Aliases are variations of an individual's current legal name or different names they may have used, such as nicknames, maiden names, hyphenated names, or shortened names. Without incorporating aliases into searches, less information may be returned, which could negatively affect hiring decisions. Utilizing aliases can provide a more comprehensive background check, helping to mitigate risk and enhance trust and safety in employees and customers, especially in regulated industries like healthcare, finance, or real estate.

The employment background check landscape is evolving, with new federal and state regulations taking effect in 2024 that employers must be aware of to mitigate risk and conduct compliant background checks. The changes include updates to the "Summary of Rights" document under the Fair Credit Report Act, a revised Form I-9 for new hires, EEOC guidance on using artificial intelligence in hiring, and growing implementation of Clean Slate laws to support fair chance hiring. Additionally, state cannabis laws are evolving, prohibiting employment discrimination based on off-duty use or positive pre-employment drug test results, while some jurisdictions have passed laws banning the request for wage history to prevent pay inequity. Employers must partner with qualified background check providers like Checkr to simplify compliance and stay up-to-date with changing regulations.

Choosing the right background screening package for retail employment positions can be challenging, as it requires considering various factors such as job duties, cost, turnaround time, and compliance considerations. To optimize screenings, employers should create tailored packages for each position and consider the type of screenings that show relevant information to the specific job duties, are appropriate to the level of responsibility and seniority, and are comprehensive without being overly broad or too deep for the role. Employers must also be aware of screening compliance requirements, including individualized assessments and fair hiring laws in some jurisdictions, as well as common types of background checks such as criminal records, state-wide searches, county searches, federal searches, global watchlist searches, onsite drug tests, employment verification, education verification, employment credit checks, driving record checks, and more. By customizing Checkr's pre-bundled packages or creating their own screening packages, retailers can streamline hiring processes, reduce costs, and mitigate risk while ensuring compliance with applicable laws.